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Thu, 18 Aug 2016 17:21:26 +0000en-UShourly1https://wordpress.org/?v=4.7.6How My First Job Changed the Course of My Careerhttp://feedproxy.google.com/~r/GetYourCareerInMotion/~3/ndOC89o3mjs/
http://www.getyourcareerinmotion.com/first-job-changed-course-career/#respondThu, 04 Aug 2016 17:21:00 +0000http://www.getyourcareerinmotion.com/?p=325Early on in my career I worked as a marketing director where I was priviledged to work with 27 independent businesses. That’s 27 independent business owners; 27 opinions; and 27 very unique personalities. My job was to increase participation of the businesses while promoting the overall entity of the entire group. Being fresh out of […]

Early on in my career I worked as a marketing director where I was priviledged to work with 27 independent businesses. That’s 27 independent business owners; 27 opinions; and 27 very unique personalities. My job was to increase participation of the businesses while promoting the overall entity of the entire group. Being fresh out of university, it was sink or swim. Needless to say, I had a lot of learning to do.

Thankfully, I learned to use an important skill to my favor. I didn’t realize it at the time but now as I am researching successful businesses and effective leadership qualities, I realize how I was able to make what was known as a difficult work environment, turn around and become easy and fun while successfully increasing the participation of each of the 27 businesses.

I listened and learned what I could from each business owner. While doing so, I learned that to get the business owners to want to participate in what I was wanting to promote, I needed to listen and understand what challenges and stresses they had going on for them. I didn’t know it but I was developing empathy. I was learning to put myself in their shoes and truly understand what they were up against. As I started to use empathy in my interactions with each business owner, it seemed like their protective walls were coming down and they were willing to work with me on my cause.

Overall business success depends on empathetic individuals who are able to adapt, build on the strengths around them, and relate to their environment. When businesses fail, it is often because leaders have stopped focusing on understanding their environment intimately and instead stay insulated in their own operations. Successful business leaders are receptive to disruption and innately aware of what is going on in their organizations both internally with their staff and externally with their customers and the market.

Empathy is the ability to step into the shoes of another person aiming to understand their feelings and perspectives and to use that understanding to guide our actions.

To develop an effective workforce, we must be willing to compromise and meet people where they are. This can be frustrating and uncomfortable, particularly when you feel like your position makes more sense or offers a better solution. A critical part of developing empathy, however, is learning to understand, respect and implement another individual’s point of view rather than forcing your own.

Empathy has been defined by others as:
• Alvin Goldman: The ability to put oneself into the mental shoes of another person to understand the other person’s emotions and feelings.
• Martin Hoffman: An effective response more appropriate to another’s situation than one’s own.

Empathy is most useful when the one empathizing has experienced a variety of feelings. For example, the boss who was once passed over for a promotion generally finds it easier to identify with another person who is passed over for a promotion. Not only is this comforting for the person who is going through the situation, but it’s also good for empathizer because it strengthens their ability to positively react to negative situations.

The door for empathy opens when we suspend our own perspective and think of the other person. Relationship-focused success expands capacity and potential. Empathy is a business skill that actually grows when practiced and shared. Empathy in the workplace creates and encourages sharing ideas free from the fear of ridicule, brings everyone to mutual understanding, not necessarily agreement and increases engagement because of the increase in belonging. If we are to keep our businesses relevant and our consumers happy, we must embrace empathy and let it be the force that drives us forward.

Read through the following statements and circle the most empathetic response.

1. I can’t believe Mr. Smith is making me work third shift. He knows I have children.

A. Mr. Smith is running a business and we have to do what we have to do.
B. I can understand why you would be upset. Have you tried asking him if he could switch you to an earlier shift?
C. I would be happy if I got third shift since there is a pay differential.

2. I have too much work on my plate.

A. I’m sorry you feel overwhelmed by the amount of work you have. Is there any way I can help?
B. That’s good since so many people are unemployed right now.
C. Complete the projects you can and discard the rest.

3. I am so upset. I thought I was going to get the job promotion.

A. The better candidate got the job.
B. Start spreading rumors about the work performance of the one who got it, and then maybe they will give it to you.
C. I know you are disappointed about not getting the job, but don’t give up. There will be a posting of a similar position next week, apply for it.

]]>http://www.getyourcareerinmotion.com/first-job-changed-course-career/feed/0http://www.getyourcareerinmotion.com/first-job-changed-course-career/5 Ways You Can Change the Worldhttp://feedproxy.google.com/~r/GetYourCareerInMotion/~3/ZL2bs7QT2rc/
http://www.getyourcareerinmotion.com/5-ways-can-change-world/#respondThu, 28 Jul 2016 19:10:51 +0000http://www.getyourcareerinmotion.com/?p=318Motivation is a funny thing. It has two opposite ends with varying degrees in between. On one end, we are motivated when we are on a roll and things are going so well we want more of the same. On the other end, we are motivated when our backs are against the wall and we […]

Motivation is a funny thing. It has two opposite ends with varying degrees in between.

On one end, we are motivated when we are on a roll and things are going so well we want more of the same.

On the other end, we are motivated when our backs are against the wall and we have no choice but to do something about it.

Either way, we are moved to take action; to either get more of the same or to make a change. And in between, are less intense feelings of motivation.

Self-motivation is an essential part of excelling at life and in your career. Have you ever worked with someone who didn’t seem to have the motivation to do much of anything? They seem to be content to live their life with no aspiration to do or be anything different.

Andrew Carnegie said it best with his quote:

“People who are unable to motivate themselves must be content with mediocrity, no matter how impressive their other talents.”

This is fine unless you want more for your life. If you want to change your world you need some self-motivation.

Where does motivation come from?

Motivation begins with desire. It is your desire for something that moves you to action. When you are on either end of the motivation spectrum, it is easy to be in action. You want a different result so you, therefore, do something about it. What if you are not operating from either of the opposite ends of the spectrum and your motivation is low yet you still have a desire for something different? You must learn to motivate yourself because you cannot depend on others to do it for you. You have to know how to encourage yourself regardless of the situation.

Five keys to building self-motivation in the workplace.

1. Work towards a cause. Inspiration and working toward something that is greater than us is an innate motivator. It is human nature to want to contribute to the greater good. Plug in to the purpose of your position and the impact it has on the company to feel your bigger purpose.

2. Don’t compare yourself to others unless it spawns your own unique desire. Don’t try to be like someone else. Use the desire of comparing yourself to others to create the impact you want, not to mimic others.

3. Make the conscious effort to not give up. Tenacity is a key quality in the workplace. It is so easy to throw in the towel after a mistake happens or when you don’t get the result you want. Trying again or approaching from a different angle may create the end result you want or something better.

4. Don’t live in your past failures or successes. In my world, there is no such thing as failure; only learning opportunities. Write down your career path so far; all of the milestones and accolades that led you to this point in time. Write down the decisions you made and the skills you needed that brought you to this point. Then record the benefits you bring to your current position. This exercise helps you build on your past and brings it all into the present.

5. Utilize positive thinking. I cannot stress enough the importance of attitude. It reminds me of a quote from Captain Jack Sparrow from the Pirates of the Caribbean movie. “The problem is not the problem. Your attitude about the problem is the problem”. Ensuring you have a positive mindset even when facing a setback will help keep you motivated.

Regardless of the position you hold in an organization, part of what will contribute to your success is your ability to remain motivated. It will be recognized as a motivator for others and create desire in those around you. You have the power to change your world and be an inspiration to others.

]]>http://www.getyourcareerinmotion.com/5-ways-can-change-world/feed/0http://www.getyourcareerinmotion.com/5-ways-can-change-world/The Simple Way To Get Firedhttp://feedproxy.google.com/~r/GetYourCareerInMotion/~3/ksKnyt--kpc/
http://www.getyourcareerinmotion.com/the_simple_way_to_get_fired/#respondThu, 14 Jul 2016 03:21:55 +0000http://www.getyourcareerinmotion.com/?p=312I don’t know about you, but I have worked in an environment where the boss was a hot head. It created a toxic work place where the staff around him had to walk on egg shells depending on his mood. Some days he was jovial and fun, other days angry and condescending. It was very […]

I don’t know about you, but I have worked in an environment where the boss was a hot head. It created a toxic work place where the staff around him had to walk on egg shells depending on his mood. Some days he was jovial and fun, other days angry and condescending. It was very stressful. Needless to say, I did not thrive in that workplace.

Interacting with others requires self-regulation also called self-control. This is defined as the ability to control one’s emotions, desires, and behaviors in order to reach a positive outcome. It is an important skill not only at work, but in your personal life as well.

Self-regulation is sometimes difficult because we hear that it is important to ‘express how you feel’. My son was recently told just that. He was working with an energy healer who told him his throat chakra was tight so his homework is to express his feelings. While this may be partially true, the art to finding the balance between expressing one’s feelings and avoiding unnecessary outbursts is self-regulation. It is the way in which the emotions are expressed that determines if it results in positive or negative outcomes.

Self-control builds on your self-awareness. As you tune in to your emotions, you develop your effectiveness in the workplace and in your personal life. When you develop the ability to check your emotions and rein them in before you head in the wrong direction, it keeps you flexible and allows you to choose positively and productively how to react to different situations changing the outcome you experience.

When you don’t stop to think about your feelings, including how they are influencing your behaviours, you set yourself up to be a victim of your situation, and yes, possibly get yourself fired. You are not taking control of your circumstances and you will move through your day reacting to your feelings likely experiencing results you are not wanting to have. You will be the one creating a toxic environment and no one wants to be in a situation like that.

How can you control your emotions?

Trust. Start trusting what is happening. When you let go of trying to control your circumstances and trusting the path that is laid before you, you tend to allow what is instead of exerting a lot of effort making it hard trying to change it. Adopt a mindset of ease and flow and trusting all will work out as it should. Even if you are experiencing results you think you don’t want, it is likely better for you in the end. Have you ever thought you wanted one thing, didn’t get it, and got something else which was better for you anyway? And when someone around you makes a mistake, trust that it will all work out.

Reduce self-talk. Every time you have a thought, it triggers reactions felt throughout your body. There is a strong relationship between what you think and how you feel, both physically and emotionally. It’s impossible to try to track every single thought you have to see if it is having a positive or negative influence on your emotional state. We all have an internal voice that affects our perception of things. When a rush of emotions comes over you, your thoughts turn the heat up or down. By learning to control your self-talk, you can keep yourself focused on the right things and manage your emotions more effectively.

Start to notice your emotions and choose to have a different response when it sends you down a road you don’t want to travel. It will increase your effectiveness as a leader in your career, your personal life and prevent you from getting fired.

]]>http://www.getyourcareerinmotion.com/the_simple_way_to_get_fired/feed/0http://www.getyourcareerinmotion.com/the_simple_way_to_get_fired/Avoiding This 1 Thing Makes You Suck As A Leaderhttp://feedproxy.google.com/~r/GetYourCareerInMotion/~3/_cMMZDuy50U/
http://www.getyourcareerinmotion.com/avoiding-1-thing-makes-suck-as-a-leader/#respondThu, 23 Jun 2016 05:03:47 +0000http://www.getyourcareerinmotion.com/?p=307A friend of mine holds a GM position for Microsoft. He often makes comments about the great team and work environment created at Microsoft…but, he shared, it wasn’t always this way. Of course, being the workplace culture geek I am, I wanted to know more. He generously shared his thoughts on the subject. When he […]

A friend of mine holds a GM position for Microsoft. He often makes comments about the great team and work environment created at Microsoft…but, he shared, it wasn’t always this way. Of course, being the workplace culture geek I am, I wanted to know more. He generously shared his thoughts on the subject.

When he first became the general manager, he knew the people in this area of the company were in need of something. At his first meeting with the entire department he did something different. As in most organizations, someone creates a PowerPoint and the GM skillfully delivers the message as if he/she wrote it. I was once one of those people that created the PowerPoint and content, by the way. This situation at Microsoft was no different. The PowerPoint was created, I am sure with astounding content, but instead of following along and trying to engage his audience with what was written for him, he shut off the slides. Grabbed the mic and stood in front of his people like he was in front of a firing squad and simply said, “let’s talk”.

What I found most interesting about this action is my friend’s level of self- awareness. He knew that following PowerPoints and a prepared script did not fit with who he really was and what this area of the company needed. He had the awareness of himself to just ‘be him’. He knew the group needed him to connect; to be human. Being ‘aware’ of one’s self is the ability to accurately perceive one’s skills and knowledge, value and responsibilities. It is being confident in what you have to offer. And you don’t need to be in a leadership position to demonstrate leadership qualities, by the way.

Many of us struggle with self-awareness. We would rather not know our strengths because then we would also have to see the warts. We just avoid looking in the mirror for fear of what we might see. Self-awareness is not only important for one’s self-esteem, but it is also the first step to the process of full acceptance or change. Without understanding why we think the way we think or why we act the way we act, we may never fully appreciate ourselves or see the importance of making changes to improve, if necessary. If we don’t improve, we remain in the status quo living a ho-hum life, and who wants that?

The lack of self-awareness can cause you to not realize your worth in the company or even the quality of the work you perform.

You will not demonstrate your value and will likely get passed over on projects or promotions because others will sense your feelings of low self-worth. This can have an even more dramatic effect when you hold a leadership position. Not only will you have doubts about yourself, but the people you lead will also begin to question your competence, which could ultimately lead to a lack of leadership effectiveness.

Getting to know you inside and out is a continuous journey of peeling back years of conditioning. Just when you think you have yourself figured out, you uncover another layer. It takes courage and honesty to accept yourself as you are.

Here’s a quick exercise. Write down who and what pushes your buttons and try to understand why. What is the deep seeded reason why something bothers you? If you’re honest, the answer may surprise you.

]]>http://www.getyourcareerinmotion.com/avoiding-1-thing-makes-suck-as-a-leader/feed/0http://www.getyourcareerinmotion.com/avoiding-1-thing-makes-suck-as-a-leader/5 Things About Personal Success Your Teachers Didn’t Tell Youhttp://feedproxy.google.com/~r/GetYourCareerInMotion/~3/ij-WbFJtYhY/
http://www.getyourcareerinmotion.com/5-things-personal-success-teachers-didnt-tell/#respondThu, 09 Jun 2016 01:31:03 +0000http://www.getyourcareerinmotion.com/?p=290I recently asked a group of job candidates if they thought they were successful. I found their answers interesting. Some said no, they did not consider themselves successful since they were not working in their chosen field. Others were a combination of yes and no while others were a resounding yes. They were all in […]

I recently asked a group of job candidates if they thought they were successful. I found their answers interesting. Some said no, they did not consider themselves successful since they were not working in their chosen field. Others were a combination of yes and no while others were a resounding yes. They were all in similar situations but it was their outlook that determined their answers. Of course everyone’s definition of success is different and is based on our own perception.

What can you do to ensure your perceiving personal success? We know that the only thing that we can truly control is our own behaviours, emotions, thoughts, feelings. We have no control over situations or other people, only our response to them. So what can we do to ensure we are responding in the most effective way possible creating successful situations for ourselves. There is a difference between reacting and responding. Reaction is usually a knee jerk reaction, often with less effective results Responding involves thought, patience and self-control but this will be a discussion for another time.

In order to demonstrate successful qualities, here are five key points to work on to help you feel successful.

Be consistent.

Part of managing oneself is the ability to be stable. The values you hold dear should always be transparent. Always changing can not only cause others to question your beliefs, but it can also cause you to become confused about what you truly believe. Demonstrating what you stand for shows yourself and others how you choose to behave and what is important to you.

Stick to the plan.

If you are scheduled to complete a particular task, do it. Don’t just do it, but make sure it is done in a timely manner and to the best of your ability. It is easy to feel out of control when you disregard the plan you are to follow. When you stick to the plan, you are in ease and flow with less stress. You are more likely to have a thoughtful response to others rather than an overreaction when you know what is expected.

Be accountable.

There are times when things don’t work out as you plan, but you have to be able to admit that and then use your flexibility to get things back on track. The ideal result is that you easily bounce back and complete the task, but even during those times when this is not the case, you are expected to adjust. Taking ownership of tasks and problems, even when they are not your own builds trust with others. It takes a big person to admit a mistake and to also take ownership of someone else’s error.

Educate yourself.

We live in an ever-changing world and you want to be able to keep up with it. Don’t let change pass you by, embrace it. Be an avid reader. Talk and listen to mentors and peers. They may know something that could help you along your journey. Staying current with trends in the workplace or your own personal development allows you to expand and grow.

Take care of yourself.

Many people don’t think of self-care when they talk about being successful, but it is a very important part of being able to practice the four preceding points. Exercising your body is just as crucial to success as exercising your mind. A body that is not well rested, nutritionally fed, or physically exercised can lead to emotional and physical illnesses. Self-care involves many aspects. Focus on creating an epic life with your relationships, both with yourself and others; taking care of your body with exercise and good nutrition; develop your mind by continuing to learn; and fuel your spirit by doing things that bring you joy. As you begin to feel better you will notice your outlook and your life will improve.

Feelings of success can come from many directions. The goal is to always work towards something that will improve our situation and to be grateful and happy with where we are now.

]]>http://www.getyourcareerinmotion.com/5-things-personal-success-teachers-didnt-tell/feed/0http://www.getyourcareerinmotion.com/5-things-personal-success-teachers-didnt-tell/Are You A Likeable Boss?http://feedproxy.google.com/~r/GetYourCareerInMotion/~3/wkRKU3yxkeE/
http://www.getyourcareerinmotion.com/are-you-a-likeable-boss/#respondFri, 03 Jun 2016 20:08:59 +0000http://www.getyourcareerinmotion.com/?p=276If you are challenged by low morale and an unengaged work team, you may want to consider the relationship you have with your employees. Most of us don’t like to think that there may be something wrong with what we say or do. Most of us have a need to be right and that our […]

]]>If you are challenged by low morale and an unengaged work team, you may want to consider the relationship you have with your employees.

Most of us don’t like to think that there may be something wrong with what we say or do. Most of us have a need to be right and that our way is the only way. As the leader of the department or business, it really is up to you to create the conditions that will increase employee motivation and engagement.

It may be tough to admit that your business or department isn’t perfect and you may be the contributing factor. Isn’t it easier to blame others or that one bad employee is ruining it for everyone? It’s likely there are other factors at play than what is going on with others. Consider your actions when you interact with your team.

Earning the Trust of Your Team
Avoiding micromanagement, delegating tasks properly, and celebrating successes are all ways to increase your high regard and trust for your team, but trust is a two-way street. An effective leader is one whom the followers will trust implicitly. Trust, like respect, does not come automatically. Some people may be naturally inclined to trust people, but the degree of trust you need to lead effectively must be earned. What are you doing to earn the trust of your people?

Communicate Fearlessly
Speaking from the heart to make a connection with another person will go farther than trying to impress. Power in communication is sometimes determined by the quality of your rapport with others. Be open and transparent with the real you so that others can see the human side of who you really are which will bring out the human side in others. Powerful communication is not about saying as many things as you can in a given period of time to make you sound better. It is about sticking to what is relevant to the discussion, and getting your message across in the shortest — but most impact-laden — way possible using empathy towards others. Understanding the other person’s perspective and using that in how you communicate will increase your likability.

Model the Way
You must lead by example. You can’t ask something of your employees if you are not willing to do it yourself. Showing them that you walk your talk will go a long way in building trust and shows your consistency.

Inspire a Shared Vision
If you capture the imagination, you will inspire creative thought and increase loyalty. Connecting people with the why of your business or department will inspire others to put forth more of their energy and commitment than you ever thought possible. The why isn’t just about making money. Think deeper. What is the real reason your company exists? People follow you and buy from you, when they believe what you believe.

Challenge the Process
Don’t continue doing something just because “We’ve always done it that way.” Situations change, and sometimes a policy or procedure never worked well in the first place. Think outside the box and allow your employees to challenge the status quo. If it is truly working, great, leave it as-is. But if there is a stumbling block or someone asks the question “why are we doing it this way”, really look at the answer and then empower them to generate alternate solutions.

Enable Others to Act
Truly empower people to act on their own within their level of authority. Enabling others to make decisions, solve their own problems and create outcomes help others to grow and expand. When employees know you trust them, they are more likely to commit and work harder for you. Learning to let go to allow others to try on their own is one of the hardest challenges of a leader, but truly one of the most fruitful.

Encourage the Heart
A positive attitude is infectious. If you don’t already, learn to see the bright side in all situations. There is always something to be learned in every situation.

Being a likeable boss really comes down to connecting to your people, giving them some freedoms within their role and creating mutual trust. Really, it is that simple.

]]>http://www.getyourcareerinmotion.com/are-you-a-likeable-boss/feed/0http://www.getyourcareerinmotion.com/are-you-a-likeable-boss/Lesson Learned: Don’t Trust HRhttp://feedproxy.google.com/~r/GetYourCareerInMotion/~3/qJd5UNrkC9Q/
http://www.getyourcareerinmotion.com/lesson-learned-dont-trust-hr/#respondThu, 28 Apr 2016 22:08:08 +0000http://www.getyourcareerinmotion.com/?p=262The transition as the employee adjusts to life without their job will be much smoother and quicker if their pride and dignity remains intact plus there just might be fewer backlashes towards the former employer and HR. Workplace cultures that are collaborative and supportive, transparent and openly communicative will ease this transition.

]]>As someone who works in the people side of business, those words make my skin crawl. That said, I know the back story behind that statement. A very good friend of mine was recently let go from her high-paying corporate job for being the squeaky wheel. She was working under a very degrading, narcissistic boss who seemed to “target” certain employees to take out his frustration and the stress of his job. She had been documenting situations directed towards her that were less than appropriate and finally reported to her HR department when the “abuse” became too much to bear.

Now let me explain, it is my belief that HR walks a fine line between being the support for employees and managing the needs of the organization. I believe that hard, unpopular decisions need to be made in business when we are dealing with people’s lives. That said, the way I have been witnessing lately how organizations are treating their people as they are being pushed out the door makes my skin crawl even more so than the fact that people are learning to not trust those of us working in Human Resources that are there to support them.

The start of my friend’s demise, she was told to go home and take a few days to collect herself. They would investigate her documents. Yes she shared with HR all of the past year’s documents of conversations, bullying, yelling, and degrading comments from her boss. At the time, they were very sympathetic but within a few days, she had received her notice of separation due to shortage of work and she was to come in to collect her things under the watch of the security guard. My friend had worked her butt off for this company, staying late, working weekends, sacrificing her personal time and health for the sake of her job and now she was being escorted out the door without even mentioning the situation that shed light on an ugly truth that seemed to be swept under the rug.

And in my community where I live I am hearing how workplaces are being shut-down without notice. Employees get to work only to be sent home immediately by the head office HR department. I understand that there is a business risk of employee sabotage but we are dealing with people. Can we not come up with a better way to ease the sting of being let go and business closure? There may not be a full win-win but can we somehow create an environment where people keep their dignity, remain empowered while the business (and the HR department) maintain their respect and reputation?

In my world, which may be admittedly rosey, I see workplace cultures that are collaborative and supportive, transparent and openly communicative. Workplaces today are evolving to get to this state but it isn’t happening quickly enough especially in challenging economic times. Some forward-thinking employers are providing support and options for their employees, even as they leave the organization under the watchful eye of security. Sometimes this needs to happen but it is in the way that it happens that saves the dignity of the individual. Maintaining relationships is imperative. Rather than pushing people down, we can continue to build them up. The transition as the employee adjusts to life without their job will be much smoother and quicker if their pride and dignity remains intact plus there just might be fewer backlashes towards the former employer. This is my vision and mission. This is what motivates me so that people do not have to learn to never trust HR.

]]>http://www.getyourcareerinmotion.com/lesson-learned-dont-trust-hr/feed/0http://www.getyourcareerinmotion.com/lesson-learned-dont-trust-hr/What’s All the Hoopla About Values and Engagement?http://feedproxy.google.com/~r/GetYourCareerInMotion/~3/iPTNvYJhR48/
http://www.getyourcareerinmotion.com/values-and-engagement/#respondThu, 18 Feb 2016 18:11:48 +0000http://www.getyourcareerinmotion.com/?p=257Values describe what is important to us at any given time. Our values are always a reflection of what we consider to be our need. Our need is something that we think, if we had it, life would be better in some way. How can we translate this to increasing employee engagement?

]]>Last year I attended an HR conference where I attended a presentation on Values-Based Leadership. Sitting in that seminar I was screaming a resounding YES in my mind. This is exactly what I have been preaching. “When you support employees in satisfying their needs, they respond with high levels of employee engagement – they willingly bring their commitment and creativity to their work.” Oh ya, baby! Tell me more!
The presenter kept making points that hit me at my very core. “We need a new leadership paradigm – a shift in focus from ‘I’ to ‘we’; from ‘what’s in it for me’ to ‘what’s best for the common good’; and from ‘being the best in the world’ to ‘being the best for the world’.”
As workplaces evolve and millennials enter the workforce, leaders will need to be seen as caring not just for all their stakeholders, but also for the environment and all of humanity. If you think that sounds a bit much, let’s break it down. The millennials are those that are born between the early 1980’s and 2000’s. Guess what era their parents were born and grew up in. The 60’s. What was going on in the 1960’s? Freedom; equality; fighting oppression; the civil rights movement. Now this is just my opinion, but do you think those parent’s that were born in the 60’s adopted these values that were going on around them? I’m going to guess yes. Now as their kids are growing up and finding their way into the working world will they also not have similar values? Again, my guess is a yes. It only stands to reason, then, that in order to get the most out of their workforce, the leaders of these millennials will need to provide certain freedoms in the workplace, equality, creativity and a democracy that may not have been present in past work environments.
Values describe what is important to us at any given time. Our values are always a reflection of what we consider to be our need. Our need is something that we think, if we had it, life would be better in some way. Going back to the quote in the beginning paragraph, “when you support employees in satisfying their needs, they respond with high levels of employee engagement”. Think of it as reciprocity. When you give your employees something they value which is based on what they need, they give you in return, their commitment to their job and the organization. It is a give and take. Figure out what your employees need, aka value, and you will increase your employee commitment aka engagement which betters your entire organization.

]]>http://www.getyourcareerinmotion.com/values-and-engagement/feed/0http://www.getyourcareerinmotion.com/values-and-engagement/Lesson on Building Characterhttp://feedproxy.google.com/~r/GetYourCareerInMotion/~3/3ky7bp9-cbE/
http://www.getyourcareerinmotion.com/difficult-conversations-build-character/#respondThu, 04 Feb 2016 17:44:23 +0000http://www.getyourcareerinmotion.com/?p=252Recently my son got into a little bit of trouble at school. Nothing serious, but it created a life lesson opportunity. It spawned a great conversation regarding difficult conversations and how people avoid them because it makes us feel icky and how if we are brave it can build character. I used the example of […]

Recently my son got into a little bit of trouble at school. Nothing serious, but it created a life lesson opportunity. It spawned a great conversation regarding difficult conversations and how people avoid them because it makes us feel icky and how if we are brave it can build character. I used the example of how some people chose not to show up for interviews because they don’t want to give “bad news” that they changed their mind. Even after I phone to confirm the day before, they chose not to tell me that they are not coming. They would rather avoid telling me they aren’t coming than save their reputation of being a no show. If they only knew it is better to fess up and come clean for everyone.
My son new the right thing to do but it didn’t make having the conversation at school any easier. Admitting when we make mistakes is tough, especially in front of your peers. This lesson will stick with him and help him have difficult conversations in the workplace and his personal life if he needs to.
I have seen managers avoid difficult conversations because it can be hard. Thinking that it may create conflict or hurt someone’s feelings tends to be why we avoid it. However, by not addressing a difficult or sensitive issue, it will only fester. Everyone will become bitter and suddenly it is a bigger issue. Relationships suffer, engagement goes down, the level of service and output decreases affecting your customers. Keep in mind, how you have the difficult conversation is likely more important than what you are saying. Being able to provide corrective feedback in such a way as to save dignity and maintain your relationship with your team will keep your work culture positive.

Years ago a manager gave me a talking to yet I didn’t realize it at the time. He was just in my office having a conversation telling me what I should have done instead. It wasn’t until after he left that I realized, “I just got heck”. He was calm. He explained what I did and the impact it had on the organization and why I should have done it the other way. I didn’t feel degraded or demotivated and yet I learned how to do my job better. That has stuck with me all of these years.

So even though we may want to avoid having a conversation because it makes us feel uncomfortable, it is better to push through it. Be brave. Have courage. You will feel better and can move on rather than stay stuck. You, your relationships and environment will be better for it.

]]>http://www.getyourcareerinmotion.com/difficult-conversations-build-character/feed/0http://www.getyourcareerinmotion.com/difficult-conversations-build-character/What Makes You Unique?http://feedproxy.google.com/~r/GetYourCareerInMotion/~3/GHEg5AVUwiA/
http://www.getyourcareerinmotion.com/what-makes-you-unique/#respondThu, 21 Jan 2016 16:59:55 +0000http://www.getyourcareerinmotion.com/?p=246You know I am an advocate of bringing your own personality and what makes you unique to work and aligning your values with those of the company, this example blew me away and got me so excited I just had to share. I recently heard of another example of how average, every-day people are making […]

]]>You know I am an advocate of bringing your own personality and what makes you unique to work and aligning your values with those of the company, this example blew me away and got me so excited I just had to share.
I recently heard of another example of how average, every-day people are making a difference in other people’s lives just by being themselves and using their business to make an impact.
My sister was telling me about the cleaning service she is hiring for her house (sadly in another community and not in mine). She chose this service because of a story she heard from the referral.
The referral shared her experience.
It was the first time this person had hired a cleaning service and was feeling apprehensive about having someone in their home. When they got home, they found the kids’ well-loved teddies tucked into the children’s bed all snuggled in waiting for their beloved family to get home. How cute is that!
Do you think that made a difference with how she felt about having someone in her home to clean?
What do you think is the impression of this company and the person who was doing the cleaning?
Can you imagine the reaction of those children?
Oh, and it is customary that a fresh batch of home-made cookies are left on the kitchen counter. Wow!

I am so impressed with the owner of this cleaning service. She has created many differentiators for her company by knowing the right kind of people to hire as cleaners and bakers. The culture of this cleaning company is one of high customer satisfaction and increased employee commitment because they feel they are making a difference.
This concept can apply to not-only companies but also individuals.

Think of your differentiators. What do you do that sets you apart from others? I ask this question with my career strategy clients because it’s a tough question to get them thinking.
Typically your differentiators are what people know you for and why they love you. It’s what makes you unique.

Here are some questions to help you along.
1. List your top five values.
2. What is your personal vision?
3. In twenty-five words or less, write your personal purpose/mission
4. List five goals you have currently (Now Vision)
5. What accomplishments are you most proud of in your life and why?
Focus only on the positive things for these questions and don’t get bogged down with feeling that your answers have to be perfect. Just by working through these activities you are already making progress.
Too many people get paralyzed by thinking that they have to get it right. There is no right, it’s all right and it’s all perfect and you are perfect.
If you are comfortable, I would love to hear what sets you a part from others. Comment below or send me a message.

There is no judgement.

Own your uniqueness.

Once you have figured out what makes you You, let your light shine bright.